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University of Phoenix Material

Employment Laws Chart

Complete the chart below using information from the weekly readings and additional research if necessary.

| | |Court Case Influential to | | |
| |Description and Requirement of Law |Establishment of Law |Importance of Law |Workplace Application |
|Employment Law | | | | |
| |Prohibits discrimination because of |Heart of Atlanta Motel Inc. v. United |Recognized that separate is not equal.|Prohibits employers from retaliation |
|Civil Rights Act of 1964 |race, color, religion, sex, or |States 1964 | |against employees who exercise this |
| |national origin. | | |right. |
| |Prohibits discrimination because of |Amendment to the Civil Rights Act of |Gives all applicants an equal |Also prohibits employers from |
|Equal Employment Opportunity Act |race, color, religion, sex, or |1964 |opportunity to get hired. |retaliation against employees who |
| |national origin. | | |exercise this right. |
| |Prohibits different pay wages for men |Shultz v. Wheaton Glass Co. 1970 |Men and women receive the same pay for|Women get the same pay as men for |
|Equal Pay Act |and women if they perform equal work | |the same work. |doing the same work, and the same |
| |in the same workplace. | | |opportunities for raises and |
| | | | |promotions. |
| |Protects people who are 40 or older |Western Air Lines V. Criswell |Recognizes that older people can still|Older employees will not be excluded |
|Age Discrimination in Employment Act |from age discrimination. | |be productive. |or discarded because of age. Decisions|
|of 1967 | | | |will be made based on work |
| | | | |performance. |
| |Prohibits discrimination against a |Bragdon v. Abbott, 524 U.S. 624 1998 |Shows that disabilities do not mean |Visible or unseen disabilities can’t |
|Americans with Disabilities Act of |qualified applicant with a disability | |incapable of working. |be excluded from work. |
|1990 |in the private sector and in State and| | | |
| |local governments. | | | |
| |Amendment to the Civil Rights Act of |UAW v. Johnson Controls |Employees will be compensated by |Employers will be responsible for |
|Civil Rights Act of 1991 |1964 to improve and strengthen Federal| |employers financially for |paying for discrimination damages or |
| |Civil Rights laws and provide for | |discrimination that occurs. |serve jail time. |
| |damages in cases of intentional | | | |
| |employment discrimination. Clarifies | | | |
| |provisions regarding disparate impact | | | |
| |actions. | | | |
| |Allows employees to take up to 12 |Coleman v. Court of Appeals Md. |Job security with benefits in times of|Employers cannot fire employees of |
|Family and Medical Leave Act (FMLA) of|weeks of job-protected leave in a 12 | |medical or family reasons. |withhold wages when employees miss |
|1993 |month period for specific family and | | |time for family or medical reasons. |
| |medical reasons. | | | |
| |Established a code of fair information|Doe v. Chao |The public reserves the right to know |Requires employers to keep accurate |
|Privacy Act of 1974 |practices that governs the | |the information the Government has |employee records that may be collected|
| |maintenance, collection, use, and | |collected. |by the U.S. Government. |
| |dissemination of information about | | | |
| |individuals that is maintained in | | | |
| |systems of records by federal | | | |
| |agencies. | | | |
| |Requires all Federal grantees and some|Emerald Steel Fabricators, Inc. v. |Federal funds can be withheld if the |Requires employers to establish an |
|Drug-Free Workplace Act of 1988 |Federal contractors to provide |Bureau of Labor and Industries |parameters of having a drug-free |employee assistance program or |
| |drug-free workplaces as a precondition| |workplace are not met. |implement drug testing as part of the |
| |of receiving a contract or grant from | | |program. |
| |a Federal agency. | | | |
| |Established guidelines for polygraph |Harmon v. CB Squared Services, Inc |Prevents job discrimination based on |Businesses cannot suggest, request, or|
|Polygraph Protection Act of 1988 |testing and imposed restriction on | |lie detection. |require any job applicant to take a |
| |most private employers. | | |pre-employment polygraph. |
| |Offers protection to workers, |Alvin Staudt, on behalf of Himself and|Protects against unlawful termination |Damages for premature termination of |
|Worker Adjustment and Retraining |families, and communities by requiring|All Others Similarly Situated, |without notice. |employment without notice. |
|Notification Act (WARN) of 1988 |employers to give 60 days advance |Plaintiff-Appellant, v. Glastron, Inc,| | |
| |notice of covered plant closings and |Defendant-Appellee. | | |
| |mass layoffs. Must be given to | | | |
| |affected workers or their | | | |
| |representatives plus the State | | | |
| |Dislocated Worker Unit and the | | | |
| |appropriate unit of local government. | | | |…...

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